2011 kelly services australia salary guide

8/3/2019 2011 Kelly Services Australia Salary Guide

http://slidepdf.com/reader/full/2011-kelly-services-australia-salary-guide 1/17

2011 Salary GuideKelly Services Australia

JULY 2011



3 INTRODUCTION

4 NATIONAL OVERVIEW

5 AUSTRALIAN CAPITAL TERRITORY

6 NEW SOUTH WALES

7 QUEENSLAND

8 SOUTH AUSTRALIA

9 VICTORIA

10 WESTERN AUSTRALIA

11 SALARIES: OFFICE SUPPORT

12 SALARIES: PROFESSIONAL SUPPORT

14 SALARIES: CALL CENTRE

15 SALARIES: INDUSTRIAL

17 ABOUT US

CONTENTS

2

Kelly Services Australia: 2011 Salary Guide

Salary fgures included in the 2011 Kelly Services Salary Guide are derived by combining the expert market knowledge o senior recruitment proessionals withinthe Kelly Australia network with input rom clients and job placement data recorded on the Kelly Services database between 1 January and 31 March 2011.

METHODOLOGY




INTRODUCTION

3

THE AUSTRALIAN EMPLOYMENT MARKET IS UNDERGOING A FUNDAMENTAL SHIFT AT

PRESENT, WITH BOTH EMPLOYEES AND EMPLOYERS SHOWING A PREFERENCE FOR PART-TIME

EMPLOYMENT OVER FULL-TIME ROLES. THE EXTENT OF THE CHANGE AND THE UNDERLYING

VULNERABILITY THAT IT IS CREATING, IS BEING MASKED BY A STEADY UNEMPLOYMENT RATE.

THIS MEANS FOR MANY ORGANISATIONS THE SHIFT IS NOT EVEN ON THE RADAR.

INTRODUCTION

NATIONAL

OVERVIEW

AUSTRALIANCAPITAL TERRITORY

NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA

SALARIES:OFFICE SUPPORT

SALARIES:PROFESSIONALSUPPORT

SALARIES:CALL CENTRE

SALARIES:INDUSTRIAL

ABOUT US

Rising living costs are orcing the baby boomer population

to take up part-time work and stay in the workorce longer,

younger workers are proactively looking or a better work/

lie balance and ongoing policy uncertainty surrounding

Australia’s mining and resources activity is creating a

difcult period or both resource companies and the

business community as a whole.

These actors are combining to change the nature o the

Australian labour orce as we know it and create new

challenges or employers.

Although overall hiring intentions have slowed this year

compared to 2010, many employers are still looking to hire.

For those employers, identiying and attracting high qualitycandidates in a talent short market continues to be one o

the major issues.

This means that candidates remain in the position o

power with the ability to be selective about the roles they

consider and more demanding about base salaries and

other fnancial benefts.

To assist both employers and jobseekers manage their

way through the challenges o the recruitment process, this

guide reports on salary ranges or a wide scope o roles

and provides commentary on each individual State

employment market.

While identiying and attracting talent may be the

most pressing issue or some organisations in today’s

market, the act is salary remains a key element o the

job search process.

I hope the inormation enclosed in the ollowing pages

can be used to provide a greater depth o vision regarding

salary based decisions during the remainder o 2011.

PENNY O’REILLY

General Manager Kelly Services




The robust recovery and growth evident in the Australian

economy during the last hal o 2010 has settled during

the rst hal o 2011, with many business leaders taking the

opportunity to reassess their long-term strategies in light

o changing employee attitudes and policy uncertainty at a

national level.

Despite Australia’s mining boom continuing to orge ahead,

a lack o long term certainty created by the pending carbon

tax and alling consumer sentiment has allowed a level o

pessimism to creep back into the business community.

Employers are once again choosing to take a deensive

approach to hiring, shying away rom ull-time hires, choosing

to hire part-time or temporary employees as a stop-gap while

they assess the changing market.

The Australian Bureau o Statistics national unemployment

gures between April and June demonstrates this shit

4

NATIONAL OVERVIEW

showing that more than 10,000 ull-time jobs were lost to the

economy across April, May and June while 21,100 part-time

jobs were created.

Also supporting the notion that employers are reverting to

the ‘wait and see’ approach they took during the Global

Financial Crisis (GFC), is the Dun & Bradstreet Business

Expectations survey released in June 2011 which revealed

more executives expect employment levels in their businesses

to all in the three months leading to September. This was the

rst time the Dun & Bradstreet survey has returned a negative

net balance or employment expectations since 2009.

It is expected that certainty and condence will begin

returning to the market over the last quarter o 2011 and the

rst hal o 2012, during which time Kelly expects demand or

permanent hiring to increase sharply as most employers shit

back to a more traditional business structure that relies more

heavily on permanent sta than temporary sta.

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US

Source: www.dnb.com.au; www.abs.gov.au



Business condence in the ACT is remarkably high,

evidenced by the robust and bullish hiring attitudes seen

in the rst quarter o 2011.

As always, the public sector heavily underpins the strength

o the employment market in the ACT, however we expect

to see higher than usual activity levels within the private

sector this coming year as employers prepare or a predicted

growth phase, especially within areas such as IT, accounting

and nance.

The increase in private sector activity in the ACT is

predicted to drive the shortage o IT, accounting and

administration proessionals within the public sector

even higher, as public sector talent looks to move into

the private arena.

While the public sector is working hard to streamline

employment and promotion processes in a bid to compete

with private organisations on the attraction and retention

ront, talent shortage still continues to loom as a major issue

or Government.2011 salaries have been infated slightly this year as a result

o the infux o private sector activity.

AUSTRALIAN CAPITAL TERRITORY


5

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US



Despite its traditional standing as one o the leading markets

in Australia, the NSW employment market spent the rst

quarter o 2011 in decline, a ter bullish growth in 2010.

As the banking and nance hub o Australia, NSW was one o

the hardest hit states during the GFC.

While condence, along with high level hiring activity

returned to the nancial sector during 2010, it seems in early

2011 NSW employers have shited to take a more cautious

approach to hiring.

The NSW unemployment rate jumped rom 4.4 per cent in

January 2011 to 4.6 per cent in April 2011. In May 2011, in

the rst positive sign or the year the unemployment rate

dropped to 4.2 per cent.

The ABS gures show that NSW is the only state to have

reduced net job numbers since January 2011, with some

15,700 ull-time jobs removed rom the NSW economy

during the rst ve months o the year.

With condence expected to return to construction, mining

and resources on a national scale during the last quarter

o 2011, Kelly Services believes the NSW employment

market is in a position to regain its traditional strength. State

based sectors including banking and nance, engineering,

construction, property and IT will respond strongly to

renewed condence at a national level.

NEW SOUTH WALES


6

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US



Without doubt the catastrophic weather events that hit

Queensland during the rst two months o 2011 had a

tremendous impact on the state.

The Queensland foods, which devastated North Queensland

and closed down the Brisbane CBD or the best part o a

week during January 2011, coupled with Cyclone Yasi which

ollowed just a ew weeks later resulted in the permanent

hiring market in Queensland stalling or a period o time.

During this period employers ocused 100 per cent o their

attention on the rebuild process. In most cases this meant

a return to the same deensive, temporary hiring mode

employers demonstrated during the GFC.

Understandably, engineering and construction experts, trades

people (o all types) and project managers will continue to

be in demand throughout Queensland.

While during the second hal o 2011 we expect some

level o normality to surace in areas o the Queensland

market not as severely impacted by the weather (proessional

services, nancial services and IT), it is widely accepted theull recovery process (including industries such as mining,

resources and tourism) will not be complete until well

into 2012.

QUEENSLAND


7

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US



The South Australian labour market perormed solidly during

2010 and that positivity has fowed over into 2011, with

both ull-time job numbers and total employment trending

upwards during the rst hal o 2011.

The make-up o the South Australian employment market

is changing with South Australia no longer reliant on the

manuacturing industry to underpin its employment strength.

Growth in other industries has seen the manuacturing

industry drop to third in terms o employment market share

behind healthcare and retail and only just ahead

o construction.

This change is part o a wider growth trend within South

Australia that has seen business activity and demand or

talent increase across IT, proessional services, construction,

and engineering.

Employers in South Australia appear to be taking a

cautiously optimistic approach with demand increasing or

temporary employees as employers look to meet growth

aspirations without the commitment o long-term, permanentemployment contracts.

Business condence levels as well as hiring activity levels are

expected to continue growing in South Australian during

2011, with high growth industries such as healthcare and

construction expected to dominate the South Australian

market or the remainder o 2011.

SOUTH AUSTRALIA


8

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US



Coming o the back o an outstanding 2010, all the

predictions or the Victorian employment market in 2011

were positive and the actual result early in the year is

not disappointing.

Business condence remains high in Victoria with a number

o signicant and major inrastructure projects scheduled

to start and hiring activity levels within the construction,

proessional services and scientic industries showing signs

o continued improvement.

Despite the ongoing condence, Victorian employers look

to be maintaining a ocus on short-term, temporary and

contract hiring, especially in the banking and nance area.

This is predicted to shit to a more permanent ocus during

the course o 2011 as the long-term visibility available to

employers becomes apparent.

The drive or business growth coupled with above average

hiring activity within Victoria is expected to continue during

2011, underpinned by high levels o business activity in the

nancial and proessional services sectors, which in turn will

increase demand or IT and administrative talent.

VICTORIA


9

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US



Western Australia continues to be the main driver and overall

powerhouse o positivity in the Australian employment

market, with signicant growth continuing to be recognised

across the mining and resources sector.

The undeniable strength and continued growth o the

WA resources sector has resulted in fow-on demand or

talent in the construction and engineering industry as well

as the proessional services, nancial services, and IT

industries as new mines are established and require

inrastructure and support.

Although the WA economy continues to gain momentum,

the skills shortage continues to bite at exacerbated levels

given the State’s geographical isolation and the volume o

multi-billion dollar construction projects currently underway.

WA wages are predicted to spike sharply again during 2011

with wage growth predictions sitting anywhere between

5 per cent and 20 per cent, depending on the specics o the

role and industry.

Despite WA-based employers being accustomed to sourcingtalent rom interstate or overseas, in many cases the talent

shortage is the only actor stifing higher activity levels. That

being the case, it is expected that employers will continue

to oer well above market average nancial incentives and

remuneration in order to attract quality talent to the West.

WESTERN AUSTRALIA


10

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US



ADMINISTRATION ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA

Administration Assistant 38 38 35 35 38 36 55 60 50 50 60 56 45 42 45 45 45 48

Data Entry Operator 38 32 33 35 35 38 55 50 42 43 45 45 45 38 38 40 40 42

Executive Assistant (EA) 40 50 55 48 60 60 85 85 85 65 90 87 60 70 65 55 70 72

Human Resources Assistant 45 50 45 43 50 45 70 65 60 53 65 55 56 55 55 48 55 53

Human Resources Co-ordinator 50 48 45 65 55 50 80 55 60 90 70 65 65 50 55 80 60 60

Marketing Assistant 50 45 45 40 40 45 60 55 60 48 60 55 55 50 50 45 50 48

Marketing Co-ordinator 50 42 48 60 45 55 65 60 60 95 65 68 68 45 55 85 58 62

Oce Manager 40 50 50 48 55 55 70 70 70 80 70 72 50 65 60 65 70 64

Personal Assistant (PA) 40 50 55 40 55 60 70 70 80 60 75 80 60 60 65 45 60 66

Project Administration 40 45 45 45 50 58 55 70 90 60 70 80 45 52 55 55 55 69

Project Co-ordinator 40 42 50 65 70 60 70 90 90 95 90 85 45 48 60 80 80 76

Receptionist 40 35 38 35 40 40 50 60 55 43 60 58 40 44 45 40 50 53

Secretary – General 45 45 45 36 40 50 60 55 55 45 55 65 50 48 50 43 45 60

Secretary – Senior 60 50 50 45 55 59 80 70 60 60 75 72 60 55 55 53 60 68

Switchboard Operator 35 35 35 35 45 50 45 45 48 44 50 56 40 40 42 41 45 52

Team Co-ordinator 35 42 45 45 45 53 55 55 55 55 55 63 45 45 50 50 55 58

WP Operator 38 38 40 38 38 40 55 50 50 46 55 60 45 40 45 44 42 50


11

SALARIES: OFFICE SUPPORT INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US

LOW $’000s HIGH $’000s AVERAGE $’000s

Figures are base salary not including superannuation.



ACCOUNTING AND FINANCIAL ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA

Accountant (Non Qualied) 45 50 50 44 45 55 70 70 70 60 70 76 50 65 60 55 60 64

Accounts Clerk 40 35 40 40 38 47 58 55 50 50 55 61 45 40 45 45 48 55

Accounts Payable (0-2 yrs) 40 43 40 41 38 45 55 55 45 48 55 48 45 50 43 44 45 47

Accounts Payable (3-6+ yrs) 50 45 45 43 48 50 63 60 50 65 65 58 54 55 48 55 55 52

Accounts Receivable (0-2 yrs) 40 42 40 41 38 45 55 55 45 48 55 52 45 48 43 45 50 50

Accounts Receivable (3-6+ yrs) 50 45 45 43 48 52 63 65 55 65 70 64 55 55 48 55 60 60

Accounts Supervisor 50 50 45 52 65 55 75 75 58 80 85 65 60 58 53 65 75 62

Assistant Accountant 50 45 40 55 38 55 70 70 50 85 70 76 55 60 45 75 60 64

Bookkeeper 40 50 45 50 48 55 55 70 60 65 70 75 44 55 53 55 65 64

Business/Financial Analyst (0-2 yrs) 45 50 50 55 45 62 60 70 85 70 70 75 55 62 60 62 60 68

Business/Financial Analyst (3-6+ yrs) 80 65 65 80 60 80 100 100 80 110 100 125 90 75 75 95 100 100

Chie Financial Ocer/Finance Director 110 100 100 120 130 130 200 210 210 210 210 450 150 150 150 180 200 220

Collections Ocer 40 46 40 48 40 50 55 65 60 65 65 60 45 50 48 55 50 56

Company Accountant 70 80 80 80 80 70 110 120 120 130 140 120 85 90 90 100 110 95

Corporate Accountant 70 90 90 70 80 80 110 130 130 115 130 130 85 110 110 90 110 105

Credit Controller 45 50 55 45 45 52 60 65 70 62 70 64 50 58 60 58 60 60

Credit Manager 50 65 60 62 55 65 80 80 80 100 85 80 70 75 70 85 70 72

Credit Ocer 45 48 50 42 40 52 55 60 65 55 65 65 50 52 60 48 55 60

Credit Supervisor 50 55 55 55 60 58 70 70 70 70 80 70 60 65 65 63 65 63

Credit/Billings Manager 65 60 60 60 70 50 85 90 90 90 100 70 75 75 75 80 80 90

Data Entry Clerk 35 38 38 38 38 38 44 50 45 46 50 45 38 40 40 42 45 42



12

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US

SALARIES: PROFESSIONAL SUPPORT

CONTINUED NEXT PAGEFigures are base salary not including superannuation.



ACCOUNTING AND FINANCIAL continued ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA

Divisional Accountant 65 80 80 80 80 80 110 120 120 115 120 130 85 95 95 90 95 105

Finance Manager 75 75 75 85 95 100 120 140 140 150 160 150 95 110 110 120 125 125

Financial Accountant 65 80 80 65 60 80 110 120 120 120 110 130 85 95 95 80 85 105

Financial Analyst 75 80 80 80 65 80 95 120 120 110 150 130 85 95 95 95 110 105

Financial Controller 85 90 90 95 110 100 130 180 180 180 180 180 105 130 130 130 135 140

Fund Accountant 65 65 65 55 65 90 100 100 100 110 110 140 80 80 80 75 90 115

Graduate Accountant 55 37 37 40 38 70 70 50 50 50 50 100 60 45 45 45 42 85

Group Accountant 65 80 80 85 90 90 110 120 120 135 120 150 85 100 100 100 115 120

Management Accountant 70 80 80 70 65 80 120 110 110 125 125 130 95 95 95 85 90 105

Payroll Manager 60 60 50 75 75 70 85 120 70 120 110 120 70 80 60 90 85 90

Payroll Ocer 45 45 45 48 45 50 60 65 65 65 75 62 55 50 55 58 60 55

Payroll Supervisor 55 50 48 55 60 58 70 85 68 85 90 70 60 65 60 75 75 68

Procurement/Purchasing Ocer 50 46 40 50 50 55 65 70 60 70 70 65 55 54 48 58 60 62

Reconciliations Ocer 45 45 40 50 42 48 60 60 50 75 60 55 56 52 45 60 55 52

Tax Accountant 60 75 75 65 65 90 110 130 130 110 135 140 80 100 100 90 100 115

Tax Manager 75 145 145 100 135 100 130 220 220 150 200 160 95 160 160 125 160 130


13

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US

SALARIES: PROFESSIONAL SUPPORT CONTINUED





CALL CENTRE ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA

Call Centre Manager 45 60 50 44 75 75 90 120 130 80 140 140 50 75 75 65 100 90

Customer Service Rep – inbound 35 30 35 35 36 38 45 45 50 44 45 48 40 39 43 41 42 45

Customer Service Rep – outbound 35 30 40 36 38 45 50 60 55 46 60 55 40 40 45 42 45 52

Helpdesk Level 1 40 34 45 40 50 52 50 60 60 50 60 58 42 40 50 45 55 53

Team Leader/Manager 45 55 45 50 55 58 55 85 90 70 75 84 50 65 55 55 60 70

Workorce Analyst 50 50 50 55 45 60 85 85 75 75 75 80 65 65 60 65 65 65

Workorce Planner 48 48 50 55 45 60 100 100 110 75 100 100 70 70 70 65 65 65


14

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US

SALARIES: CALL CENTRE





INDUSTRIAL – OPERATIONS ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA

Dispatch/Receiving Supervisor 45 45 40 45 50 44 55 55 70 65 65 55 50 50 50 55 55 49

Inventory Controller 45 45 45 45 50 50 60 60 65 55 65 60 55 55 55 52 55 57

Logistics Manager 85 85 50 60 80 70 120 120 70 95 120 250 100 100 60 80 90 95

Maintenance Manager 75 75 70 65 80 75 120 120 110 100 120 150 85 85 80 90 90 95

Manuacturing Manager 80 80 70 65 80 70 130 130 110 105 150 150 100 100 80 85 110 95

Operations Manager 90 90 65 60 75 65 150 150 130 95 120 140 120 120 90 85 90 80

Procurement Manager 85 85 65 65 85 80 150 150 90 95 150 260 110 110 75 85 110 120

Production Manager 70 70 65 60 65 75 100 100 110 120 100 150 80 80 80 95 85 100

Production Supervisor 50 50 45 50 55 55 70 70 65 70 85 82 60 60 50 65 75 72

Quality Assurance Manager 50 50 50 70 50 60 80 80 90 95 80 90 60 60 70 80 60 75

Quality Assurance Representative 40 40 45 52 40 56 60 60 60 72 60 63 45 45 50 60 45 59

Storeperson 36 36 38 35 35 32 50 50 48 47 48 48 42 42 43 42 41 40

Transport Allocator 55 55 45 45 45 42 65 65 60 58 60 60 60 60 50 48 55 50

Transport Manager 70 70 55 60 75 56 100 100 80 90 95 85 85 85 65 75 85 66

Warehouse Manager 60 60 50 55 60 62 90 90 90 85 100 85 75 75 65 72 80 70

Warehouse Supervisor 45 45 45 47 55 53 65 65 70 58 75 66 55 55 50 55 65 58


15

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US

SALARIES: INDUSTRIAL

CONTINUED NEXT PAGE





INDUSTRIAL – TRADES ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA

Boiler Maker 50 50 50 45 50 52 70 70 100 80 75 94 62 62 80 60 65 63

Diesel Plant Fitter 60 60 50 45 60 63 80 80 100 75 90 120 68 68 80 58 75 75

Electrical Fitter 60 60 55 52 55 62 90 90 100 85 80 92 70 70 75 60 70 75

Electrician ‘A’ Class 60 60 50 46 70 65 90 90 90 72 100 110 70 70 65 60 80 80

Electrician Special Class 60 60 80 56 80 75 90 90 120 85 120 110 70 70 70 73 100 82

HVAC Rerigeration Technician 55 55 55 60 60 50 70 70 70 85 90 65 60 60 60 73 70 58

Maintenance/Mechanical Fitter 50 50 50 45 60 56 80 80 100 72 85 100 65 65 70 56 75 63

Service Manager 55 55 55 60 55 63 70 70 80 95 80 96 65 65 65 82 65 72

Service/Field Technician 55 55 45 55 55 45 75 75 80 80 70 85 65 65 60 66 62 52

Trades Assistant 38 38 40 37 45 42 60 60 70 48 60 80 42 42 50 41 51 46

Welder/Fabricator 40 40 50 44 45 48 50 50 85 68 65 86 45 45 70 52 55 60


16

INTRODUCTION

NATIONAL

OVERVIEW


NEW SOUTH WALES

QUEENSLAND

SOUTH AUSTRALIA

VICTORIA

WESTERNAUSTRALIA




SALARIES:INDUSTRIAL

ABOUT US

SALARIES: INDUSTRIAL CONTINUED

INDUSTRIAL – CONSTRUCTION ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA ACT NSW QLD SA VIC WA

Construction Supervisor 90 100 100 90 90 100 130 150 150 150 150 200 110 125 125 160 120 150

Contracts Administrator 55 60 60 80 80 90 85 120 120 120 120 130 70 90 90 90 100 110

Estimator 110 80 80 80 90 100 180 170 170 130 150 200 145 120 120 110 130 150

Leading Hand 65 65 65 70 80 80 100 95 95 110 110 120 80 80 80 90 100 100

Project Engineer 110 65 65 90 90 110 140 150 125 180 200 150 125 95 95 140 130 130

Site/Project Manager 120 90 90 110 110 120 180 180 180 250 180 200 150 135 135 150 130 160

Site Manager 120 100 100 90 100 120 160 140 140 160 180 200 140 120 120 130 150 160

Site Supervisor/Foreman 80 85 85 80 80 100 120 120 120 140 120 150 100 105 105 110 110 125







ABOUT THE KELLY SERVICES SALARY GUIDE

The Kelly Services 2011 Salary Guide is designed to provide both employers and job seekers with salary inormation on a

wide range o roles, providing the ability to benchmark a role or an individual against other areas o expertise or against

the same role in another area o the country.

The Kelly Services 2011 Salary Guide covers both qualifed and non-qualifed roles in both the proessional and industrial

sectors and is broken down by areas o specialisation ound within Kelly Services (Ofce Support, Proessional Support,

Call Centre and Industrial). The guide also provides a state by state overview o Australia’s diverse employment market.

ABOUT KELLY SERVICES

Kelly Services is a recognised provider o world-class workorce solutions, oering an array o outsourcing and consulting

services as well as stafng on a temporary, contract and permanent placement basis. Kelly Services has been leading the

recruitment industry or over 60 years, setting the industry benchmark with unique and innovative recruitment and retention

strategies. Headquartered in Troy, Michigan, US, Kelly serves clients in all major markets throughout the world, including

more than 90 percent o the Fortune 500®.

In Australia, Kelly Services is a ormidable player in the local recruitment market. An in-depth understanding o local talent

issues and business needs, allows Kelly Services to tailor workorce solutions in accordance with client requirements.

Kelly Australia operates rom over 20 strategic locations specialising in the Ofce Support, Proessional Support, Call

Centre, Industrial, Executive, Banking & Finance, Engineering, Scientifc and IT&T markets. Kelly Services holds an enviablereputation having been voted as Australia’s avourite recruitment company or the past eight years in a row by job seekers

at the Seek Annual Recruitment Awards (SARAs). In 2010 Kelly was once again voted as Best Specialist Large Recruiter.

Kelly has been recognised as a SARA Legend or longstanding excellence in the recruitment industry.

kellyservices.com.au

http://www.kellyservices.com.au/

http://www.kellyservices.com.au/

http://close/

2011 kelly services australia salary guide

Documents